It’s that time of year again. Time to wax nostalgic about the good ol’ days of 2014 and look ahead to the exciting changes for the coming year. Time to put away the holiday decorations and break out the lists of New Year’s resolutions. But, before we get out the pen and paper to plan for 2015, let’s take a look back at some of the changes and trends that affected HR and recruiting during 2014.
How can we start this list with anything else, considering mobile’s influence on the recruiting and hiring process? Today’s candidates and workers expect to be able to access the information they need, wherever and whenever they need it. This includes mobile-enabled career sites, new hire applications, candidate tracking systems – you name it. If you’re not integrating mobile into your talent management processes, then you’d better plan for it in 2015. Mobile is not going away – it’s only going to grow in importance for candidates.
When it comes to data, there’s simply accessing data and then there’s making decisions that are data-driven. In 2014, many HR departments were still just beginning to understand the copious amounts of data available to them. In fact, only 6 percent of HR departments believe they are “excellent” at analyzing the data they have. This is beginning to change as predictive analytics solutions are giving companies innovative algorithm-based methods for critical HR functions, such as identifying and targeting the best candidates for the job.
Why just tell when you can show? That seems to explain part of the tremendous growth in the use of video for many HR processes, especially for recruiting and interviewing. More and more companies in 2014 began to introduce video as a way to cut the costs associated with in-person interviews – organizations jumping on the video interviewing bandwagon report that they are seeing significant reductions in cost-per-hire. Video also gives companies a unique way to give candidates a sneak peek at the job and the company they are interested in joining.
Many companies are coming to understand that, with the improvements and innovations available through technology solutions today, there is just no reason why manual processes should take up employees’ valuable time. HR departments are moving beyond using automation just for employee benefits administration and payroll processing. Now, organizations are recognizing the benefits of automating the tedious yet important aspects of the hiring process, like background checks and skills tests. Automation of these functions means that HR staff have more time to spend on the critical job of recruiting the best candidates.
Employee engagement continued to make headlines in 2014 as companies were challenged with making deeper connections to retain their top talent. Companies found themselves turning to a seemingly unlikely area to drive engagement with the company and employees’ day-to-day activities – games. It turns out, people are more engaged with their jobs when they enjoy them, and gamifying the mundane aspects of the job can actually take employees from disengaged to big fans.
There’s no doubt that 2014 was an interesting year for HR, and while it remains to be seen what the New Year will bring, we, of course, have our predictions. So stay tuned for an upcoming post about what we think is in store for HR in 2015.
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